Assignment task: Need slides of this assignment for presentation please give me slides minimum 10 to 11
ASSIGNMENT:
a. Performance Management System at ANG: A Comprehensive Approach
A comprehensive approach should be taken by ANG's performance management system, incorporating essential components such as goal-setting, frequent feedback, coaching, and growth planning. This inclusive structure facilitates ongoing discussions between managers and staff members and guarantees clear communication on performance goals. In order to promote overall alignment, it is imperative that individual employee goals be in line with the organization's larger objectives (Armstrong & Taylor, 2014).
Let's take a look at Google, a business well-known for its creative management techniques.
The performance management system at Google is an excellent example of these ideas.
1. Goal Setting: Google employs the Objectives and Key Results (OKRs) framework, in which staff members establish attainable, quantifiable goals that are in line with the organisation's aims.
2. Regular Feedback: Google encourages a culture of continuous feedback by enabling staff members to provide managers and peers with real-time input via platforms like Google Feedback. Supervisors provide consistent, helpful criticism to promote progress.
3. Coaching and Development Planning: Through initiatives like Career Guru and Google University, Google makes investments in the professional growth of its workforce. Managers serve as mentors, offering advice and encouragement to help staff members develop.
4. Alignment of Individual and Company Goals: Google makes sure that each employee's goals are in line with the larger organisational goals in order to promote overall alignment and team performance.
b. Transformative Changes and Kotter's 8-Step Process: In order to successfully apply the new performance management approach, ANG should adopt a robust change management model. One such model is Kotter's 8-Step Process. For example, Google follows a similar approach when high-level actions to be taken in implementing the change include:
- Creating a Sense of Urgency: By pointing out flaws in current systems and highlighting the advantages of reform, Google draws attention to the urgent need for change.
- Establishing a Guiding Coalition: Prominent Google executives push for reform and assist managers in implementing fresh approaches to performance management.
- Planning Training and Support: To help managers successfully adopt new procedures, Google plans training sessions and offers resources for assistance.
- Continuous Monitoring and Feedback: To assess the effectiveness of the new system and make timely adjustments as needed, Google sets up feedback mechanisms and continuous monitoring systems.
ANG may successfully execute revolutionary improvements in its performance management system, resulting in increased worker engagement, productivity, and organisational success, by adhering to a methodical strategy like Kotter's 8-Step Process.
- Armstrong, M., & Taylor, S. (2014). Armstrong's handbook of human resource management practice. Kogan Page Publishers.
- Cameron, E., & Green, M. (2015). Making sense of change management: A complete guide to the models, tools and techniques of organizational change. Kogan Page Publishers.
- Cawsey, P., Greasley, A., & Sturdy, P. (2016). A review of the performance management literature: A focus on the last decade of research. International Journal of Human Resource Management, 27(4), 500-523.
- Kotter, J. P. (2012). Leading change. Harvard Business Review Press.
- Lawler, E. E., & Mohrman, S. A. (2003). The future of human resource management: Renewing the relevance of HRM in the 21st century. John Wiley & Sons.
- Whitmore, J. (2009). Coaching for performance (4th ed.). Nicholas Brealey Publishing.
- Stalder, J. P. (2022). Goals. In Project Management for Drug Developers (pp. 221-232). CRC Press.
- Steiber, A. (2014). The Google model: Managing continuous innovation in a rapidly changing world. Springer Science & Business Media.
- Tran, S. K. (2017). GOOGLE: a reflection of culture, leader, and management. International Journal of Corporate Social Responsibility, 2, 1-14.